Nurses’ turnover intention is not just a result of their maladjustment to the field; it is an organizational issue. This study aimed to construct a structural model to verify the effects of new graduate nurses’ work environment satisfaction, emotional labor, and burnout on their turnover intention, with consideration of resilience and job involvement, and to test the adequacy of the developed model.
The study concludes that it is important to strengthen new graduate nurses’ resilience in order to increase their job involvement and to reduce their turnover intention.
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